In today's rapidly evolving business landscape, harnessing the power of motivation is crucial for driving professional development in teams and leaders. Understanding what motivates each team member can transform a work environment, leading to enhanced productivity, engagement, and job satisfaction.
At Blue Gnu Consulting, we believe that tapping into both intrinsic and extrinsic motivators can unlock potential and fuel organisational success. In this article, Clare Bryant, our Senior Partner, explores how leaders can identify and leverage these motivators to create a thriving workplace.
How can leaders identify their team member’s unique motivators, and why is this important?
Motivation is the force behind human performance and so it is important for a leader to tap into this if they are to get the best out of their team. Motivation can be both extrinsic (external factors such as pay and benefits) or intrinsic (which is an internal drive to do something because it brings us pleasure or fulfilment). Recent theory by Dan Pink, Drive, suggests that motivation is largely intrinsic and by nature also very personal. If we are to have happy, engaged, and motivated team members it is important that we understand what drives each individual so we can create the right environment for them to thrive.
If we ask colleagues what motivates them the answer is likely to include a list of things and not necessarily be clear - this is because motivators are often deep seated and can be subconscious even to the individual themself. However, if we listen carefully to our colleagues, they will give us clues about what motivates them. We can find out more by having conversations with our colleagues on this topic and tools such as Motivation Maps can be helpful to access a deeper understanding of our team members and what makes them tick.
So how can I find out what makes my team tick and improve my listening skills?
Active listening is an essential skill for effective leadership and can be the key to a better understanding of team members: their values and what drives their behaviour. We all ‘leak the truth’ by what we say and do, and this gives vital information to managers and leaders if they are prepared to ‘listen’.
To practice this skill, it is important to be comfortable with pauses in conversation which is often where great thinking happens and where a person must dig deep for answers – this means that they are accessing deeper seated beliefs and motivations, rather than the obvious answer. A coach once said to me ‘let silence do the heavy lifting’ and indeed it is a very powerful tool when used effectively but sometimes harder to do in practice! Another way to practice active listening is to ask yourself the question ‘why is this person telling me this – what is the motivation for sharing this story’ as this can help us to look for the meaning and motivation behind the words.
What can leaders do differently to motivate their teams?
Effective leadership involves adapting style to meet the needs of each team member because as we have said above motivation is highly personal. For example, one team member may love public reward and recognition but that may have the opposite effect on another colleague. So, it is important for a leader to understand the differing motivators within the team so that they can create an environment which celebrates diversity and allows everyone to play to their strengths and have opportunities to thrive whilst doing what they love.
How can I encourage continuous learning in my team?
To help colleagues to learn, grow and reach their potential leaders need to create the right environment for a learning culture to thrive. There are several ways that they can do this:
Lead by example – demonstrate a growth mindset and show team members that you are open to feedback and working on your own development. Sharing interesting articles or outputs of courses you have been on can also demonstrate this.
Support time for learning – encourage colleagues to learn ‘in the flow of work’ and to set aside time for their own development. Bitesize chunks can be just as effective as extended periods of time.
Encourage Skill Sharing – encourage your team members to be open and vulnerable with each other about their strengths and development areas. Encourage peer to peer feedback and coaching.
Provide access to resources – tap into the learning materials and resources readily available within your own organisation. Gain a clear understanding of how your Learning and Development function/HR can help you.
Networking and External Events – don’t forget to look outside your own organisation via networking and learning events to broaden experience and not only develop same industry perspectives – variety and diversity is good when building knowledge and skills.
By embracing these principles and utilising tools such as Motivational Maps and Insights Discovery, leaders can create a culture of continuous learning and development.
We are committed to partnering with clients to navigate the complexities of people development and to cultivate a more engaged, effective, and joyful workforce.
Together, we can unlock the full potential of your team and drive your organisation forwards. If you're ready to take the next step in understanding and boosting your team's motivation, reach out to us today or visit our website.
Article written by Senior Partner, Clare Bryant -June 2024
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